________ measures the rate at which employees are leaving an organization.
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Entrepreneurial culture
________ that encourages risk- taking and does not penalize failure but rewards success well.
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Portfolio
________ working: working pattern of following several simultaneous employments at any one time.
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Soft HRM
________: approach to managing staff that focuses on developing staff so that they reach self- fulfillment and are motivated to work hard and stay with the business.
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Contract of employment
________: legal document that sets out the terms and conditions governing a workers job.
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Hard HRM
________: approach to managing staff that focuses on cutting costs, e.g.
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Redundancy
________: when a job is no longer required so the employee doing this job becomes redundant through no fault of his /her own.
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Human resource
________ or workforce plan: numbers of workers and skills of those workers required over a future time period.
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employment contract
Part- time ________: ________ that is for less than the normal full working week of, say, 40 hours, e.g.
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Recruitment
________: process of identifying the need for a new employee, defining the job to be filled and the type of person needed to fill it, attracting suitable candidates for the job and selecting the best one.
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Behavioral skills training
________ is designed to improve an individual's ability to communicate and interact with others both inside and external to the organization.
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Temporary employment contract
________: employment contract that lasts for a fixed time period, e.g.
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Workforce audit
________: check on the skills and qualifications of all existing employees.
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Cognitive training
________: exercises designed to improve a persons ability to understand and learn information.
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Dismissal
________: being removed or "sacked "from a job due to incompetence or breach of discipline.
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Re shoring
________ (in- shoring): reversal of offshoring; the transfer of a business process or operation back to its country of origin.
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Unfair dismissal
________: ending a workers employment contract for a reason that the law regards as being unfair.
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Employee appraisal
________: process of assessing the effectiveness of an employee judged against preset objectives.
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Human resource
________ or workforce planning: analyzing and forecasting the numbers of workers and the skills of those workers that will be required by the organization to achieve its objectives.
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Human resource management (HRM)
strategic approach to the effective management of an organizations workers so that they help the business achieve its objectives and gain a competitive advantage
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Human resource or workforce planning
analyzing and forecasting the numbers of workers and the skills of those workers that will be required by the organization to achieve its objectives
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22
Human resource or workforce plan
numbers of workers and skills of those workers required over a future time period
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23
Workforce audit
check on the skills and qualifications of all existing employees
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Occupational mobility of labour
extent to which workers are willing and able to move to different jobs requiring different skills
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Geographical mobility of labour
extent to which workers are willing and able to move geographical region to take up new jobs
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Recruitment
process of identifying the need for a new employee, defining the job to be filled and the type of person needed to fill it, attracting suitable candidates for the job and selecting the best one
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Training
work-related education to increase workforce skills and efficiency
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On-the-job training
instruction at the place of work on how a job should be carried out
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Induction training
introductory training program to familiarize new recruits with the systems used in the business and the layout of the business site; this form of training is usually on-the-job
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Off-the-job training
all training undertaken away from the business, e.g
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Cognitive training
exercises designed to improve a persons ability to understand and learn information
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32
Employee appraisal
process of assessing the effectiveness of an employee judged against preset objectives
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33
Contract of employment
legal document that sets out the terms and conditions governing a workers job
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34
Dismissal
being removed or "sacked" from a job due to incompetence or breach of discipline
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35
Unfair dismissal
ending a workers employment contract for a reason that the law regards as being unfair
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36
Redundancy
when a job is no longer required so the employee doing this job becomes redundant through no fault of his/her own
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37
Teleworking
staff working from home but keeping contact with the office by means of modern IT communications
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38
Portfolio working
working pattern of following several simultaneous employments at any one time
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39
Outsourcing
using another business (a "third party") to undertake a part of the production process rather than doing it within the business using the firm's own employees
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40
Flexi-time contract
employment contract that allows staff to be called in at times most convenient to employers and employees, e.g
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41
Temporary employment contract
employment contract that lasts for a fixed time period, e.g
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42
Part-time employment contract
employment contract that is for less than the normal full working week of, say, 40 hours, e.g
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43
Offshoring
relocation of a business process done in one country to the same or another company in another country
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44
Re-shoring (in-shoring)
reversal of offshoring; the transfer of a business process or operation back to its country of origin
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45
Hard HRM
approach to managing staff that focuses on cutting costs, e.g
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46
Soft HRM
approach to managing staff that focuses on developing staff so that they reach self-fulfillment and are motivated to work hard and stay with the business
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47
Human resource management (HRM)
Strategic approach to the effective management of an organization's workers so that they help the business achieve its objectives and gain a competitive advantage
New cards
48
Human resource or workforce planning
Analyzing and forecasting the numbers of workers and the skills of those workers that will be required by the organization to achieve its objectives
New cards
49
Workforce audit
Check on the skills and qualifications of all existing employees
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50
Forecasting the number of employees required and the skills required
Human resource planning involves two main stages
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51
Labor turnover
Labor turnover measures the rate at which employees are leaving an organization
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52
Occupational mobility of labour
Extent to which workers are willing and able to move to different jobs requiring different skills
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53
Geographical mobility of labor
Extent to which workers are willing and able to move geographical region to take up new jobs
New cards
54
Recruitment
Process of identifying the need for a new employee, defining the job to be filled and the type of person needed to fill it, attracting suitable candidates for the job and selecting the best one
New cards
55
Training
Work-related education to increase workforce skills and efficiency
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56
On-the-job training
Instruction at the place of work on how a job should be carried out
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57
Induction training
Introductory training program to familiarize new recruits with the systems used in the business and the layout of the business site; this form of training is usually on-the-job
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58
Off-the-job training
All training undertaken away from the business, e.g. work-related college courses
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59
Cognitive training
Exercises designed to improve a person's ability to understand and learn information
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60
Behavioral skills training
Behavioral skills training is designed to improve an individual's ability to communicate and interact with others both inside and external to the organization
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61
Employee appraisal
Process of assessing the effectiveness of an employee judged against preset objectives
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Formative, summative, 360-degree feedback and self-appraisal
4 types of appraisal
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Contract of employment
Legal document that sets out the terms and conditions a governing a worker's job
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64
Dismissal
Being removed or "sacked" from a job due to incompetence or breach of discipline
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65
Unfair dismissal
Ending a worker's a employment contract for a reason that the law regards as being unfair
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66
Redundancy
When a job is no longer required so the employee doing this job becomes redundant through no fault of his/her own
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67
Teleworking
Staff working from home but keeping contact with the office by means of modern IT communications
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68
Portfolio working
Working pattern of following several simultaneous employments at any one time
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69
Outsourcing
Using another business (a "third party") to undertake a part of the production process rather than doing it within the business using the firm's own employees
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70
Flexi-time contract
Employment contract that allows staff to be called in at times most convenient to employers and employees, e.g. at busy times of day
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71
Temporary employment contract
Employment contract that lasts for a fixed time period, e.g. six months
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72
Part-time employment contract
Employment contract that is for less than the normal full working week of, say, 40 hours, e.g. eight hours per week
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73
Offshoring
Relocation of a business process done in one country to the same or another company in another country
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74
Re-shoring (in-shoring)
Reversal of offshoring; the transfer of a business process or operation back to its country of origin
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75
Hard HRM
Approach to managing staff that focuses on cutting costs, e.g. using temporary and part-time employment contracts, offering maximum flexibility but with minimum training costs
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76
Soft HRM
Approach to managing staff that focuses on developing staff so that they reach self-fulfillment and are motivated to work hard and stay with the business
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Flashcard (48)